The document outlines the challenges and inefficiencies within a performance management system (PMS) aimed at tracking employee performance and accountability in an educational context. Key issues include miscommunication between headquarters and teachers, a lack of precise guidelines for education coordinators, and high teacher turnover rates. Suggested improvements involve enhancing communication, providing resources, and implementing frequent evaluations and training for teachers.

1. PERFORMANCE
MANAGEMENT
SYSTEM

2. WHAT IS PMS?
Tool to
communicate
organizational goal
Allot individual
accountability
Tracking of
progress and
evaluation of
performance
Reflects individual
performance and
keeps track
of all

4. HR
Education Program
Child Welfare Department
Manager, Partnership and Branding Department
390 Employees
12 Schools

5. HQ to School communication via
Education Coordinator and Project
Officer
Electronic survey on EC (Yearly)
Data Collection via survey by EC
Teachers’ performance
management through Ecs
assessments and feedback
Supporting Schools and
Sponsors through providing
resources and data
PRACTICES

6. No precise guidelines for
EC and PO
Infrequent
evaluation of
teachers
No system of
Teachers training
Hiring process has
some flaws
ISSUES
Miscommunication
among HQ and
Teachers
No direct
communication system
from teachers' side

7. PROBLEMS
Sponsors getting incorrect
data ( grades and dropout
rate)
Schools are not
receiving resources
Sponsors are leaving
Teacher turnover rate high
1 2
3 4

8. SUGGESTIONS
Frequent class
visit and
constructive
feedback
Online
Dashboard
Frequent visit
and meeting
between HQ
and Teachers
Unannounced
visits from HQ
EC, Teachers
and Staff
training
Strictly
maintain
hiring process
Via teachers
guideline

9. Thank You